Tarang Amin

Not just everyone.

Every single person.

But I got to tell you, it means something.

I've been in environments in the past where it's like, we want you to...

I want you to be an owner.

But I'm like, but we're not owners.

And they're like, oh, we want you to act like an owner.

What am I, play and pretend?

This is a lot more effective of give them a piece of it.

And they're passionate owners in a high-performance team culture.

And I would say, by far, that's our biggest advantage.

And the way it works is our comp model is different.

We call it one team, one dream.

And so the way it works is every single person in the company is bonus eligible.

You have a target percent of bonus, but we all get the same payout.

It's zero to 200%, and it's based on the adjusted EBITDA, the board sets.

We had some compensation consultants that came in and said, wait, wait, wait.

Don't you want to compensate your product supply or ops people differently than your sales people differently?

I'm like, no.

I want our operations people to know if we have one quality issue, it could piss away more EBITDA than if they saved half an RMB on something.